Sie führen neue Remote-Teammitglieder ein. Wie bewahren Sie während des Prozesses eine starke Unternehmenskultur?

Onboarding remote team members while maintaining a strong company culture requires thoughtful planning and execution. 1. Pre-Onboarding Preparation • Welcome Package • Onboarding Schedule 2. Virtual Orientation • Company Culture Presentation • Interactive Q&A Session 3. Building Connections • Buddy System • Meet-and-Greet Sessions • Team-Building Activities 4. Continuous Engagement • Regular Check-Ins • Feedback Mechanism 5. Learning and Development • Training Programs • Culture Workshops 6. Emphasizing Inclusivity • Diversity and Inclusion Initiatives • Cultural Celebrations 7. Leveraging Technology • Virtual Collaboration Tools • Interactive Platforms 8. Recognition and Celebration • Celebrate Milestones • Employee Spotlights

To maintain a strong company culture while onboarding remote team members, prioritize clear and regular communication to instill company values and goals. Foster virtual introductions to team members and leadership, provide accessible resources and support, encourage collaboration through virtual team activities, and celebrate achievements to build camaraderie and engagement from the start.

Plan Ahead: Schedule a dedicated time for introductions during the onboarding process. Ensure all team members are aware and available to participate. Icebreakers: Start with icebreaker questions or activities to ease the tension and get everyone talking. Questions about hobbies, favorite books, or memorable experiences can be great conversation starters. Personal Stories: Encourage new hires to share a bit about their background, interests, and what brought them to the company. This fosters a sense of belonging and personal connection. Interactive Tools: Use interactive tools like polls, quizzes, or virtual whiteboards to make the session engaging and fun.

Ensure there are culture champions who will serve as a guide and model for the new members. Regular touchpoints with them is also necessary to determine the culture temperature.

Schedule virtual welcome meetings with key team members, including leaders and peers. Use video calls to facilitate face-to-face interaction and help new hires feel connected. BUT if you are going to do ice-breaker activities or 'tell us about yourself' intros, make sure you give new team members a heads up so that they can prepare. Not everyone loves doing this!

Clearly articulate your company's core values and mission during onboarding. Emphasize how these values guide decision-making and daily operations.

Problem: Onboarding new remote team members presents challenges in maintaining a strong company culture, especially in establishing effective mentorship pairings. Solution Pair new hires with mentors virtually, ensuring compatibility and mutual goals. Facilitate introductions via video calls and encourage regular virtual meetings. Provide structured guidance and support to foster professional development and integration into the team. Utilize collaborative tools for ongoing communication and feedback. By prioritizing virtual mentorship, you can cultivate a cohesive company culture and empower new members to thrive in a remote environment.

Assign each new team member a buddy or mentor who can provide guidance, answer questions, and serve as a point of contact for informal conversations. Choose the mentor wisely - and offer them training on how to do this effectively - mentoring does not mean telling the new team member how it should be done. Not everyone is good at mentoring.

Problem: Maintaining a strong company culture during the onboarding of remote team members poses challenges, especially in fostering connections and a sense of belonging without in-person interactions. Solution: Implement regular check-ins to support new remote team members. Schedule frequent video calls to discuss progress, address concerns, and build rapport. Use these opportunities to reinforce company values and culture. Assign mentors who can provide guidance and facilitate introductions to key team members. Encourage open communication and feedback to ensure new hires feel supported and integrated into the team.

Regular Check-Ins: When you check in - listen to hear rather than as a tick box exercise. Schedule regular check-ins with new hires to gather feedback, address concerns, and ensure they feel supported. These can be with their direct manager, HR, or a designated onboarding coordinator. Virtual Social Events: Organize virtual social events such as virtual lunches, coffee chats, or online games. Encourage participation and make these events optional but inclusive. Recognition and Appreciation: Recognize achievements and milestones publicly, either through team meetings or company-wide communications. Highlight contributions that align with company values.

One of the most effective ways to ensure a smooth transition is by instituting regular check-ins between new hires and their managers or Onboarding team. It's about diving deeper into how the new team member is adjusting to the company culture. Are they feeling included? When new employees know they have this platform it can significantly reduce anxiety and increase their confidence in navigating their new environment. So, if we are looking to boost employee retention and satisfaction, start with regular meaningful check-ins. Make them a priority, and watch your new hires not just survive but thrive.

-Partner Up: Buddy systems and co-piloting tasks for knowledge transfer and team bonding. -Project Focus: Integrate company culture into projects (e.g., wiki updates, mock scenarios). -Learning & Fun: Virtual hackathons and co-hosted knowledge sharing sessions. Clear communication, support, and celebrating teamwork are key. This fosters a sense of belonging despite the distance.

Whilst I'm an advocate of office working for certain industries, I absolutely appreciate how beneficial working from home can be to so many people. I have a friend who works from home four days a week. At the end of the week, they run a little team "game" over video call. It's quite silly really, but they use their mouse to draw a picture and the rest of the team has to guess what they're drawing. It happens during work hours at the end of a Friday and you can hear everyone laughing, saying how awful their pictures are, etc. Little things like this can build a real good working culture amongst a team when they don't see eachother in-person regularly.

-Interactive Fun: Lunch & games (Jackbox.tv, Among Us) build connections. -Team Spirit: Casual chats, virtual talent shows, and volunteering create a sense of community. -Keep it: Casual, engaging, with variety for all interests. Promote participation & use easy platforms. Get feedback to tailor future events. Virtual social events help new remote hires feel welcome and connected to your company culture.

Ongoing: Engagement and Development Regular Check-Ins: Weekly one-on-one meetings with managers. Feedback Surveys: Monthly feedback surveys to gather insights on the onboarding experience. Recognition: Monthly recognition of contributions and achievements.